The external verifiers check on all the aspects of the delivery; from the sector competence and qualifications of those involved in the delivery, to the assessors/trainers and internal verifiers who speak with the candidates to get feedback about their learning experience.
The pedigrees of the awarding bodies we work with demonstrate their commitment to excellence and our ability to provide meaningful qualifications to industry.
- The oldest Edexcel was established in 1836. The name ‘Edexcel’ was originally derived from ‘educational excellence’ most of the qualifcations/certificates we issue are endorsed by Edexcel.
- The other awarding bodies include City and Guilds who started trading in 1878, in 1998 they awarded their Millionth NVQ award.
- NCFE was founded in 1848 their stated aim is ‘to promote and advance the education and training of young persons and adults’.
The QCA the awarding bodies governing authority describe NVQs as:
National vocational qualifications (NVQ’s) are work-related competence-based qualifications. They reflect the skills and knowledge needed to do a job effectively, and show that a candidate is competent in the area of work the NVQ framework represents.
NVQ’s are based on national occupational standards.
These standards are statements of performance that describe what competent people in a particular occupation are expected to be able to do. They cover all the main aspects of an occupation, including current best practice, the ability to adapt to future requirements and the knowledge and understanding that underpin competent performance.
Within reason, NVQ’s do not have to be completed in a specified amount of time. They can be taken by full-time employees or by school and college students with a work placement or part-time job that enables them to develop the appropriate skills. There are no age limits and no special entry requirements.
How are NVQ’s achieved?
NVQ’s are achieved through assessment and training. Assessment is normally through on-the-job observation and questioning. Candidates produce evidence to prove they have the competence to meet the NVQ standards. Assessors sign off units when the candidates are ready. The assessor tests candidates’ knowledge, understanding and work-based performance to make sure they can demonstrate competence in the workplace.
When new candidates start an NVQ, the assessor will usually help them to:
- identify what they can do already
- agree on the standard and level they are aiming for
- analyse what they need to learn
- choose and agree on activities that would allow them to learn what they need.
At this point, candidates might take a course if that seems the best way to learn what they need. Or they might agree with their employer or supervisor to do slightly different work to gain the evidence of competence they need.
Candidates compare their performance with the standards as they learn. They look at what they have achieved, how much they still need to do and how they should go about it, until they are assessed as competent for a unit or a whole NVQ. The system is right for candidates who already have skills and want to increase them, but also for those who are starting from the beginning. As the system is so flexible, new ways of learning can be used immediately.
The manner in which we deliver the product means employers get significant enhancements to their workforce skills with the minimal impact on their service provision.